2025-183 (2)10.9.2025
MEMORANDUM OF AGREEMENT
By and Between the
Town of Wappinger
(hereinafter referred to as the "Town')
And the
Town of Wappinger Highway Employees Unit 66730 Dutchess County Local 814 of
The CSEA Local 1000, AFSCME, AFL-CIO
(hereinafter referred to as the "Union')
WHEREAS, the Town, and the Union are parties to a Collective Bargaining Agreement,
the term of which expires on December 31, 2025 (the "CBA"); and
WHEREAS, the Town and the Union have been engaged in collective bargaining, which
has led to a mutual understanding between the Town and the Union for the terms and conditions
of employment for a successor agreement; and
WHEREAS, the Town and the Union are desirous of reducing that mutual understanding
to a written document.
NOW, THEREFORE, the Town and the Union agree as follows:
1. All terms and conditions of the existing CBA shall continue in full force and effect
unless specifically modified by this Memorandum of Agreement ("MOA").
2. This MOA is subject to ratification by the membership of the Union and by the
Town's Board.
3. Term of Agreement (including as enumerated within Article XIII): January 1,
2026, through December 31, 2028.
4. Housekeeping: Delete dates no longer applicable and make grammatical and
spelling corrections mutually agreed upon. In addition to these changes, gendered language ("he"
or "she") shall be replaced with "they" or "he/she."
5. Article I, Section 2(a), shall be amended and will read as follows:
The Civil Service Employees Association, Inc., shall have the exclusive right to payroll dues
deduction, in accordance with applicable law after obtaining a dues deduction authorization that is
provided to the Employer.
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10.9.2025
6. Article I, Section 3, shall be amended and will read as follows:
The Employer shall provide, to CSEA, all information required to be disclosed pursuant to the
Taylor Law in increments defined therein. In addition, the Employer shall supply a listing of
Highway employees who terminate their employment or upon the initial hiring of an employee.
7. Article II, Paid Lunch, shall be amended to read as follows:
The Highway Superintendent is authorized to designate a period of time beginning December 1st
and ending March 31" of each year when employees may take a �/z hour paid lunch time. The
Highway Superintendent will permit employees to return to the highway garage for the lunch
period when feasible, with due consideration of open job sites and incomplete jobs where
continuous monitoring may be necessary. This benefit is intended to provide employees relief
from cold weather and winter storm conditions, not dry weather above 45 degrees F. The Highway
Superintendent shall be permitted to manage the use of this benefit to suppress the cost of the
benefit for fuel and time management. During any period so designated above, the working hours
will be amended to reflect a workday beginning at 7:00 am and ending at 3:00 pm inclusive of a
thirty (30) minute paid lunch period.
8. Article III, Section 1, Wages, shall be amended to read as follows:
All rates of pay set forth in APPENDIX A shall be adjusted as follows:
Effective January 1, 2026 — The Head Mechanic's hourly wage shall be increased by one dollar
($1.00) per hour.
Effective January 1, 2026 — All wages and salaries shall be increased by three (3%) percent.
Effective January 1, 2027 — All wages and salaries shall be increased by two and one-half (2.5%)
percent.
Effective January 1, 2027 — Step 6 of each title within the salary schedule shall be increased by
one-half (0.5%) percent.
Effective January 1, 2028 — All wages and salaries shall be increased by two and one-half (2.5%)
percent.
Effective January 1, 2028 — Step 6 of each title within the salary schedule shall be increased by
one-half (0.5%) percent.
9. Article III, Section 1, Longevity, shall be amended by adding the following
language:
Longevity payments will be added to the base annual salary or base hourly salary as the case may
be, shall be cumulative, and shall be paid on the employee's anniversary date with due
consideration given to all employees with prior years of service with the Town (referenced in
Appendix "A").
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10.9.2025
10. Article III, Section 2(A)(1), shall be amended by adding the following:
All hours worked in excess of forty (40) hours in a given work week.
11. Article III, Section 2(A)(6), shall be amended by adding the following sentence
after the last sentence currently contained within said provision:
To utilize Compensatory time off, an employee must request use of said time at least one-week in
advance unless this requirement is waived by the Employer based on the circumstances of the
request.
12. Article III, Section 2(B), shall be amended by deleting the sentence that reads
"Reporting Incentive - Employees shall receive full three (3) hour call-in pay for arrival (recorded
by time clock) at job within forty-five (45) minutes of call-in."
13. Article III, Section 2(F), shall be amended by adding the following language after
the first sentence:
Any clothing/work boots must be appropriate for the purpose they are purchased for and must be
used primarily/nearly exclusively during work hours for the Employer. Clothing/work boots
determined by the Employer to be in non-compliance with this requirement will not be reimbursed.
hours.
14. Article V, Section 1(A), shall be amended by converting workweeks to days, and
15. Article V, Section 1(G), shall be amended to read as follows:
Upon death, retirement or other type of termination of an employee, the employee or employee's
estate, as the case may be, shall be paid for all unused vacations earned at the current rate of pay
of the employee. If the employee terminates their employment as above prior to earning their full
vacation time, the employer shall pay the employee or the employee's estate, as the case may be,
for the employee's vacation on a pro -rated basis in accordance with the number of months worked.
16. Article V, Section 2(A), shall be amended by incorporating the memorandum of
agreement between the parties; and by amending the maximum accrual of sick leave to 240 days.
17. Article V, Section 2(C), shall be amended by adding the following language at the
end of the current provision: "that confirms the employee was ill."
18. Article V, Section 2(F), shall be amended by replacing "fifty (50%)" with "forty-
five (45)."
19. Article V, Section 2(F) shall be amended by replacing "employee's beneficiary"
with "employee's estate."
20. Article VI, Section 2, shall be amended by deleting the first sentence of said
provision.
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10.9.2025
21. Article VI, Section 2, shall be amended so that the final sentence of said provision
shall read:
The Highway Superintendent or their designee shall determine if a highway employee has
satisfactorily completed their probationary period.
22. Article VI, Section 3, shall be amended by revising the first sentence of said
provision to read as follows:
All vacancies within the unit shall be posted on the union's bulletin board and the Town's website
for at least five (5) days.
23. Article VI, Section 4, shall be amended to read as follows:
Subject to compliance with applicable laws, any layoffs shall be done in reverse order of seniority
within the bargaining unit. Recall from layoffs will be according to seniority when doing so would
be in compliance with applicable laws.
24. Article IX, Section 1, shall be amended by deleting the final sentence of said
provision.
25. Article IX, Section 3, shall be amended by amending the second sentence to read:
The Committee shall consist of the Town Supervisor and/or their designee and three (3) union
members.
26. Article IX, Section 3, shall be amended by adding the following sentence after the
current final sentence:
Any agreements made by the parties during a labor management meeting shall be reduced to
writing and, when necessary, be subject to ratification prior to the agreement becoming effective.
27. Article IX, Section 5, shall be amended to read as follows:
The following disciplinary procedure shall be applicable in lieu of the provisions of Sections 75
and 76 of the New York State Civil Service Law. All discipline shall be progressive utilizing the
steps below and for just cause. The Employer is not precluded from utilizing the same or lower
steps of the disciplinary process for subsequent disciplinary actions. Steps 1 and 2 below shall not
be subject to the grievance procedure. Challenges to Steps 3 through 5 of the disciplinary process
shall commence upon the submission of a demand for arbitration pursuant to Article IX, Section
6, Stage III of the grievance procedure. However, the penalty of a disciplinary matter involving
Steps 3 through 5 may be implemented prior to arbitration discussed within said section. A
disciplinary action shall commence upon presentation of written charges to the employee.
There shall be a five (5) step discipline process.
1. Verbal Warning
2. Written Reprimand
3. Suspension without pay for up to three (3) days
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10.9.2025
4. Suspension without pay for no less than four (4) and no more than ten (10) days
5. Termination
The Town shall commence a disciplinary action for any act or omission on the part of an employee,
which endangers the safety, health or welfare of another employee, citizen, or property of the
Town, at Step 4 or 5 (as enumerated above), based on severity.
Any and all disciplinary verbal warnings and/or write-ups issued to any employee of the Highway
Department from May 1, 2015, up to the ratification of this MOA shall be of no force and effect
with respect to any future disciplinary matter concerning such employee.
28. Article IX, Section 6, shall be amended to read as follows:
A. DEFINITIONS
A contract grievance is a dispute concerning the interpretation, application or claimed violation of
a specific term or provision of this Agreement. Other disputes, which do not involve the
interpretation, application, or claimed violation of a specific term or provision of this Agreement,
including matters as to which other means of resolution are provided or foreclosed by this
Agreement, or by statute or administrative procedures applicable to the Town, shall not be
considered contract grievance.
B. BASIC PRINCIPLES
1. It is the intent of these procedures to provide for the orderly settlement of differences in a
fair and equitable manner. The resolution of a grievance at the earliest possible stage is
encouraged.
2. An employee shall have the right to present grievances in accordance with these
procedures, free from coercion, interference, restraint, discrimination or reprisal.
3. An employee shall have the right to be represented at any stage of the procedures by a
person or persons of their own choice.
4. Each party to a grievance shall have access at reasonable times to all written statements
and records pertaining to such case.
5. All hearings shall be confidential.
6. It shall be the responsibility of the Town to take such steps as may be necessary to give
force and effect to these procedures. The Town shall have the responsibility to consider promptly
each grievance presented and make a determination within the authority delegated to them within
the time specified in these procedures.
7. The function of these procedures is to assure equitable and proper treatment under the
Agreement and existing laws, rules, regulations and policies, which relate to or affect the
employees in the performance of their assignment. They are not designed to be used for changing
such rules or establishing new ones.
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10.9.2025
8. The Stages of this grievance procedure and the associated timelines shall only be waivable
in writing. Should the Employer fail to respond within the time period provided under these stages,
it shall be considered a denial of the grievance, and the matter will then progress to the next Stage.
C. PROCEDURES
A grievance shall be processed in accordance with the following stages:
STAGE I - An aggrieved parry shall present a written grievance to the Office of the Town of
Wappinger Superintendent of Highways no later than forty-five (45) calendar days after such parry
knew or should have known of the subject matter of the grievance. The Town's Superintendent
of Highways shall render a written determination to the aggrieved party within a period of ten (10)
working days after the submission of the grievance.
STAGE II - In the event such grievance is not resolved at Stage I, CSEA shall file a written appeal
to the Town Board (by providing it to the Board's designee) within ten (10) working days of the
Stage I determination or if there is no Stage 1 determination, when the Stage 1 determination
should have been provided. The Town Board will then consider the grievance in executive session
at the next practicable Town Board meeting. Within ten (10) working days from the meeting of
the Town Board at which the appeal is discussed, the Town Board's written determination shall
be provided to CSEA. The Town Board will commence a meeting no more than thirty (30) calendar
days after such appeal is presented to them. If more than thirty calendar days are required, the
Town Board or their designee will notify CSEA in writing, and such will be discussed amongst
the parties.
STAGE III - In the event such grievance is not disposed of under a previous stage, the Employer
or CSEA, not later than twenty (20) business days after the Stage II determination, shall have the
right to submit the issue to binding arbitration before an impartial arbitrator by filing a demand for
arbitration with the other party's designee.
In the event the parties are unable to voluntarily agree upon an impartial arbitrator within twenty
(20) working days after the filing of the demand for arbitration as provided above, then the
Voluntary Labor Arbitration Rules of the Public Employment Relations Board (PERB) shall be
applied to the proceeding for the purpose of selecting an arbitrator. The demand for arbitration
shall include a brief statement setting forth precisely the express provision of this Agreement to be
interpreted by the arbitrator.
The decision of the arbitrator shall be binding on the parties. The arbitrator's fee and the costs and
expenses of the arbitration proceeding will be shared equally by the parties to the dispute. The
arbitrator shall have no authority to create, modify, or remove any contractual provision.
29. Article IX, Section 12, shall be amended by amending the final sentence to read:
Any employee who needs to be available for an emergency call during the day will be allowed to
stop work to attend to said call so long as doing so would still allow for the safe and efficient
operation (as determined by the Employer) of the work being performed by said employee.
Employees, whenever possible, shall notify their supervisor on days in which they may need to
handle an emergency phone before commencing work on such days.
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10.9.2025
30. Rules For Salary Schedule, shall be amended in the following ways:
Deleting:
"Step advancement for eligible employees shall be made on January 1 of each year according to
the following criteria: A. An employee shall have completed five (5) months of service by
December 31 st in the year they were hired, in order to receive an increment. B. All new employees
hired at Step 1 will advance one (1) increment on January 1 of each year, provided they have
completed five (5) months of service by December 31st, in order to receive an increment."
Adding the following in its place:
Effective October 1, 2025, Step advancement shall occur on an eligible employee's one (1) -year
anniversary and each year thereafter on their anniversary date until they reach the top increment.
31. Salary Schedule (Appendix A), shall be amended to reflect the new wages as
attached hereto as Appendix A.
32. The terms of the MOA entered into by the parties on or about March 5, 2024, shall
also be incorporated into the CBA as is enumerated within said MOA. A true and accurate copy
of said MOA is attached hereto as Appendix B.
33. This MOA is the full understanding of the parties as to the terms of this agreement.
IN WITNESS WHEREOF, the parties hereto have duly executed this Agreement on the
day of October, 2025
TOWN OF WAPPINGER
UNION
By: By:
By: By:
By: By:
By: By:
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10.9.2025
APPENDIX A - SALARY SCHEDULES
Effective January 1, 2025
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Laborer
$28.07
$31.94
$32.29
$32.60
$32.82
$33.17
MEO
$32.50
$32.84
$33.17
$33.49
$33.85
$34.19
HMEO
$34.88
$35.19
$35.51
$35.85
$36.26
$36.62
Mechanic
$33.45
$33.75
$34.08
$34.42
$34.83
$35.99
Foreman
$35.81
$36.19
$36.48
$36.85
$37.22
$37.59
Effective January 1, 2026
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Laborer
$28.91
$32.90
$33.26
$33.58
$33.80
$34.17
MEO
$33.48
$33.83
$34.17
$34.49
$34.87
$35.22
HMEO
$35.93
$36.25
$36.58
$36.93
$37.35
$37.72
Mechanic
$34.45
$34.76
$35.10
$35.45
$35.87
$37.07
Head Mechanic (In -House Titlel
$35.48
$35.79
$36.13
$36.48
$36.90
$38.10
Foreman
$36.88
$37.28
$37.57
$37.96
$38.34
$38.72
Representing a 3% increase from the previous year's salary schedule, effective January 1, 2026,
with an additional $1 per hour to the Head Mechanic, effective January 1, 2026
Effective January 1, 2027
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Laborer
$29.63
$33.72
$34.09
$34.42
$34.65
$35.19
MEO
$34.31
$34.67
$35.02
$35.36
$35.74
$36.28
HMEO
$36.82
$37.15
$37.49
$37.85
$38.28
$38.85
Mechanic
$35.31
$35.63
$35.98
$36.34
$36.77
$38.19
Head Mechanic (In -House Titled
$36.37
$36.69
$37.04
$37.39
$37.83
$39.25
Foreman
$37.81
$38.21
$38.51
$38.90
$39.30
$39.88
Representing a 2.5% increase from the previous year's salary schedule, effective January 1, 2027,
and a 0.5% Increase to step 6 effective January 1, 2027.
Effective January 1, 2028
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Laborer
$30.38
$34.56
$34.94
$35.28
$35.52
$36.25
MEO
$35.17
$35.54
$35.89
$36.24
$36.63
$37.37
HMEO
$37.75
$38.08
$38.43
$38.79
$39.24
$40.03
Mechanic
$36.20
$36.52
$36.88
$37.25
$37.69
$39.34
Head Mechanic (In -House Title)
$37.28
$37.60
$37.96
$38.33
$38.77
$40.43
Foreman
$38.75
$39.16
$39.48
$39.88
$40.28
$41.09
Representing a 2.5% increase from the previous year's salary schedule, effective January 1, 2028
and a 0.5% increase to step 6 effective January 1, 2028.
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E I I U M- 1III DD
SUPPLEMENTAL MEMORANDUM OF AGREEMENT
This Supplemental Memorandum of Agreement ("SMOA") is entered into by and between
CSEA, Local 1444 AFSCME, AFL -CICS, Town of Wappinger Highway Employees Unit 66734,
Dutchess County Local 814 (hereinafter referred to as the "CSEA") and the Town of Wappinger
(hereinafter referred to as the "Town'")
"WHEREAS, the Town and CSEA are parties to a collective bargaining agreement dated
January 1, 2022 — December 31, 2425 ("CBA"); and
"WHEREAS, Article V— Leaves with Pay, Section 1 provides the terms and conditions for
vacation accruals; and
WHEREAS, Article V— Leaves with Pay, Section 4 provides the terms and conditions for
personal and bereavement leave; and
WHEREAS, both parties wish to clarify that vacation and personal accruals shall be
awarded on January 1 st of each year.
NOW, THEREFORE, the Town and CSEA agree to amend Article V, Sections 1, and 4
as follows:
Section 1.A shall be amended to add the following in lieu of the first sentence:
"Employees shall be awarded vacation in accordance with the following
schedule, on January 1st of each year. Employees who have worked less than a
full year on January 1st of each year shall have their accruals pro -rated in
accordance with the number of months worked in said calendar year."
2. Section 4.A shall be amended as follows: "Each employee shall receive six (E)
paid personal business leave days per year, every January 15t "
3. Section 4.0 shall be amended to only read as follows: "For employees with less
than one full year with the Town, personal days shall be provided based upon a
formula of one day per two months of employment,"
Page 9 of I I
SO AGREED ON THIS DAY 5
APPROVAL.
CSEA, Local 1000 AFSCME, AFL -CII
By;
JoWan L. Rider, LIDS
MARCH 202:4 SUBJECT TO BOARD
Town of Wappinger Highway Employees Unit # 66730
Kevin Bohannon, Unit President
Page 10 of 11
Town iof� appinger
By:
o ph Cavaccini, Supervisor
i'
2024-91
At a Regular Meeting of the Town Board of the Town of Wappinger, Dutchiess County, New
York, held at Town Hall, 20 Middlebush Road, Wappingers Falls, New York, on March 11, 2024.
The meeting was called to order by Joseph D. Cavaccini, Town Supervisor, and upon roll being
called, the following was recorded:
Vote Record - Resolution RES -2024-91
Yes/Aye
No[Nay
Abstain
Absent
Adopted
Adopted as Arnendod
Joseph D. Cavaceini
Vater
Z
0
11
13
L3 Defeated
William 1-1. Beale
Voter
Z
El
E1
El
73 Tabled
Angela Bettina
Voter
L1
El
Z
Cl Withdrawn
Christopher Phillips
Mover
Q
El
F1
E]
Al Casella
seconder
El
11
El
The following Resolution was introduced by Councilman Phillips and seconded by Casella.
WHEREAS, the Town of Wappinger ("Town") and CSEA Local 1000 AFSCME AFL-CIO ("CSEN') are parties to
a Collective Bargaining Agreement ("CBA") for the term January 1, 2022 to December 31, 2025, and
WHEREAS, the Town wishes to standardize the paid Leave sections of CSEA CBA, and
WHEREAS, the parties deem it fitting to put in place a Supplemental Memorandum of Agreement (SMOA)
for CSEA CBA, and
WHEREAS, the SMOA provides that it is subject to ratification by the Town Board and the CSEA, and
WHEREAS, the Town Supervisor and Town Comptroller recommend that both of the proposed SMOA be
ratified by the Town Board, and
NOW, THEREFORE, BE IT RESOLVED, as follows:
1. The Supplemental Memorandum of Agreement between the Town and CSEA dated March, 2024, is
hereby ratified and approved, as was approved on March 5, 2024 bythe CSEA.
2. The Town Supervisor is hereby authorized and directed to execute the Supplemental Memorandum
of Agreement in the form annexed hereto.
3. The Town Board hereby directs the Town Comptroller or her designee to execute the Supplemental
Memorandum of Agreement.
The foregoing was put to a vote which resulted as follows:
RESULT: ADOPTED [UNANIMOUS]
MOVER: Christopher Phillips, Councilman
SECONDER: Al Casella, Councilman
AYES: Joseph D. Cavaccini, William H. Beale, Christopher Phillips, Al Casella
ABSENT: Angela Bettina
Dated: Wappingers Falls, New York
3/11/2024
The Resolution is hereby duly declared Adopted.
JOSEPH P. PAOLON 17 -1 OWN CLERK
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